Disputes and conflicts are a common sight in an industrial set up where labors are seeking fulfillment of their demands. However, the sooner these issues are resolved the better it is. The reason being that, any kind of conflict means loss in work days on account of temporary shut down and thus loss in production. Not only this, a strike in a company gives a very doubtful impression of the company and raises suspicion on the company’s credibility and the labour relations of the company. Thus, the best solution in this regards is to implement such industrial relations strategies that will benefit the company for years to come and keep the employees happy as well.

A step in improving the labor relations in industries is by incorporating very practical HR strategies which are conducive for both parties. Collective bargaining is the most accepted and most followed strategy in this regards with an aim to satisfy your employees to the fullest. This is a process where both the parties like trade unions which represent the workers and the representative of the employers sit across the table and decide on the company policies. These policies will be both accepted by the management and the workers and is meant to resolve all disputes and conflicts arising in the company. The chief negotiator has a major role to play in such situations as he puts forth the points from the side of a party and he has to make the other party agree to his points. Mostly the points cover the economic demographics of the company where remuneration is discussed for the employee. This is termed as the bargaining and the bargaining preparation has to be carried out well before hand with through study of the employee contract. The chief negotiator has to discuss and formulate a plan for action so that the employee party is happy and have a motivation to work. Basically it’s all about formulating a work plan and set of rules through which the work plan will be implemented for the workers and the corresponding remuneration will also be paid.

Collective bargaining strategy involves a couple of well thought about steps. The first and foremost would be, collecting a group of workers and taking them into confidence for the work that that the chief negotiator will be doing. This would be followed by drafting a charter or a formal proposal which will be taken as the point of discussion with the company management. The development of this chahrter or proposal is most critical and holds the basis of the bargaining preparation that will be carried out. The main conflict that might arise here could be on account of the remuneration and the compensation aspects. But then yes with patience everything can be worked out. Thus, a right research team, financial advisors and above all a balanced chief negotiator holds the key to early and fair resolution of conflicts in the industry.

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Author's Bio: 

John Marshall is a Human Resource Management and Labour Relations Consultant practicing throughout Canada. His experience spans over twenty-nine years in Human Resource Management and Labour Relations in virtually every industrial sector. He has a wide range of interests in exploring skills of writing.